Virgil:  First, for Howard:  is it beneficial to Rehab organizations to 
create business advisory committees, and will businesses participate? 

howard_layne:  Yes it is beneficial however if you are going to have 
a bus advisory comm. make sure you are engaging bus. , if they 
come to meetings, be prepared, know what you want them to do for 
you, and ask them, keep meetings short, use the internet for 
communication with them, don't waste their time. 


Virgil:  I also had a question for Layne, does Home Depot offer and 
jobs that are 2nd or 3rd shift? 

howard_layne:  Yes, we have an overnight freight team that's 
responsible for stocking and cleaning.  We have a hard time filling 
those positions and retaining them.  In our partnerships with rehab, 
we've had a hard time finding job coaches that are willing to work 
those hours. 


Guest32028:  How do you get around applying at a kiosk?  It is 
hard for some persons to communicate their strengths using the 
kiosk. 

howard_layne:  You can access the application and employment test 
through the kiosk at the store, or apply online thru the Internet, and if 
the person has a disability that would prohibit them from using the 
online, we can offer them a paper/pencil version of the app and test.  
Also it helps if the job coach develops a relationship with the store 
HR mgr. 


Guest65775:  Can you give examples of what you mean by "talking 
the business language"? 

howard_layne:  Don't use rehab jargon, talk to business about the 
bus case of hiring people with disabilities, the bus benefits it brings to 
the business, saving them time and money, eg.  Having a job coach 
do a good job at training will save the co. with their training costs. 


Guest26509:  When networking with a business for the first time 
who is the appropriate person to contact to learn about their needs 

howard_layne:  In Home Depot it is the human resources mgr. at the 
local facility.  This may vary depending on the size of the org. in a 
smaller co. it might be the owner or the first line mgr. but it is 
important to determine who it is to talk to, maybe ask the business 
who is the best person to talk to. 


Guest32028:  Our local Home Depot is not open to discussing 
hiring Associates with disabilities, any suggestions? 

howard_layne:  What have you done to help build that relationship, 
can you explain further what steps you have taken to educate that 
location about the benefits of hiring people with disabilities.  Every 
store has a different staffing need, if that one has not been open, have 
you tried a different store. 


Guest65775:  Any advise/recommendations for job carving for 
"supported employment"? 

howard_layne:  We have done that based on the needs of the store  
with our associates with developmentally disabilities for instance 
they may gather carts in the parking lot, but are not required to help 
customers with loading their carts, in addition they may do other 
tasks such as watering plants, cleaning, etc. 


Guest77407:  Are there others, similar to Ken's Kids, that provide 
their retention outcomes over a period of years? 

howard_layne:  MBNA, Children's Hospital of Cinn., see the 
worksupport.com business case models.


Guest86896:  Are associates with disabilities always held to the 
same productivity standards as associates without disabling 
conditions? 

howard_layne:  Why shouldn't they be? At Home Depot they are, 
we provide an equal playing field. 


Guest65775:  Pretend for a moment we are the business and you are 
meeting with us.....sell us!  Give a more specific description of what 
exactly you would say. 

howard_layne:  First, research the business, who they are, what they 
do, what their needs are.  Second, I would introduce myself as an 
organization who helps business with their employment needs, not a 
rehab organization.  Third, I would try to craft my message so that 
the business understood the benefits my services would be to them - 
help them with their turnover problems, training costs, making a 
good job fit, and be willing to be flexible if the situation doesn't work 
out. 


Guest86896:  The Lockheed Martin rep. quote states:" Too many 
agencies asking me about a job..." How can we make our program 
stand out from the rest of the VR agencies that may approach any 
given employer? 

howard_layne:  Have references from other businesses that talk 
about your quality of being responsive to their needs, partnering with 
the co. to do training specific to their organization so that the person 
is job ready when they come to apply. 


Guest65775:  Do businesses feel it is dishonest when we don't tell 
them right up front we work with people who have disabilities? 

howard_layne:  people will often judge you with the first seven 
words out of your mouth, so you don't want to start your 
conversation with " I work with individuals with disabilities", but of 
course you would disclose that to the business, you need to be 
prepared to answer their questions about the hiring and 
accommodating people with disabilities, you should expect questions 
and be ready with answers as well as other information to help dispel 
myths about people with disabilities. 


Guest32028:  Would Home Depot be open to allowing a Job Coach 
and client the opportunity to participate in a situational assessment at 
NO-COST to Home Depot? 

howard_layne:  We do that now. We ask that they have a specific 
program that outlines what is required of Home Depot, a legitimate 
work evaluation program, and proof that their client would be 
protected under their liability policy. 


howard_layne:  Thank you for your questions.  You may post your 
questions this week in the webboard.